Soft skills Training, No More Undervalued

Do you think soft skills training is undervalued even today? It is considered by default that technical skills or hard skills are of great significance in executing or performing any job. I completely agree! But, do you think just knowing ‘how to do the task?’  can help you perform the task effectively?

Well, If you ask me, I don’t think so. According to me, what plays a major role in performing a task effectively are the ‘soft skills’.

I have always read that soft skills training is somehow undervalued in organisations. This was true initially, when technical training was always preferred over soft skills training. Organisations back then had a mind-set, that it was important for an employee to simply get the job done without paying attention to how the job was being done. Other factors like punctuality, taking initiative, team work or the right attitude, were taken for granted and it was expected that these things would be understood by the employees.

But times have changed. Most of the organisations today, have identified the need for soft skills and are looking at soft skills training for their people. Why, because they have now realized that soft skills training plays a very important role in developing and growing their business.

As an individual moves up the corporate ladder, his or her technical skills don’t matter as much. What matters is his /her behavior in the organisation and ability to manage people. If an employee technically fits in an organisation but behaviourally doesn’t, it can get rather complicated for both parties!

What are soft skills?

Soft skills are personal and interpersonal attributes that are necessary for an individual to interact with others effectively. They are crucial for being successful personally and professionally. Some of the soft skills are personal effectiveness, communication skills, time management, stress management, business etiquette, etc.

Achieve goals using soft skills training
Achieve goals using soft skills

Let me give you an example of how soft skills can make a difference. We all had at least one favourite teacher during our school times whose class we really enjoyed, right? We also had at least one teacher whom we did not like. Why was this, because we could connect with one and not with the other one. If both were equally knowledgeable, what do you think was the difference? Why was it that we liked the one we could connect with and disliked the other one?

Let’s take another example. If you had to choose a doctor for yourself, whom would you prefer? A doctor who is patient with you and listens to all your problems and takes time to answer your questions or a doctor who will only treat you like one of the many patients who are waiting in a long queue at his clinic? Am sure you will choose the former.

So what do you think makes the difference?

Yes! You are right, soft skills. Knowledge and technical skills bring a host of opportunities, but its the soft skills that help you in unlocking these opportunities and achieving your goals by having the right attitude.

People with a positive attitude tend to have better interpersonal relations, making them good team members and even better leaders!

Soft skills training doesn’t just help in developing the required skills. It also helps in understanding the importance of these skills and how they can help an individual in getting better and being successful.

An important aspect of soft skills training is the trainer. There are a lot of soft skills trainers that are available in the market which makes finding a good trainer all the more important. After all, the trainer is going to be working on your mind for which you undoubtedly need to ensure that he/she is reliable. A good trainer should be one who experiments on himself and practises what he preaches. He should be able to facilitate learning and encourage participants to learn from themselves and from their fellow participants. Therefore a trainer with the right attitude and one who can create a safe learning environment is essential.

Are you looking for such effective and motivating soft skills trainers who can encourage your team and train them on soft skills in the best way possible? If you are, then we can help you.

We at The Yellow Spot, provide you the best workshops on various soft skills with the best and most effective trainers, with whom you will enjoy learning. Take a look at our list of offerings, specifically in the soft skills training on our website. Visit us on connect with us anytime.

Assertiveness Training truly Felt and Understood

The last two months have somehow been a real roller coaster ride for me! I’ve been going up and down as far as my emotions are concerned. Although I can’t really complain too much because I have improved on my awareness levels and have been pretty well aware of all the ups and downs I was going through. Still, there’s always scope for improvement. These two months have however definitely given me a whole new insight as far as assertiveness training goes!

The shift in my awareness actually happened almost a month ago while I was assisting my colleague in a training session. We were conducting a session on Team Building using some of the concepts of Transactional Analysis. It was a two day session and my colleague had just finished explaining the Basic Life Positions Model. I had heard the explanation many times before and had even gone through the model myself on multiple occasions in the past; however that explanation proved to be different.

Am not sure if you’ve ever experienced such a thing before but let me try to put what happened in words. Have you ever read something and felt it so strongly that it becomes a part of you? You know like when you read a concept or theory. Sometimes you read the concept for the sake of reading it and land up doing it very mechanically. It’s just like how we used to read concepts and theories in school and college. We had to keep going back to the concepts just before our exam as we would tend to forget them.

Many of those very concepts we don’t need to go back to now. After having worked in the corporate world, those concepts which seemed alien to us before, now make perfect sense. In fact if someone were to ask you a question on some of those concepts, you would realize that you really don’t need to go back to your books. You can spontaneously give an explanation for it and even confidently argue on some of its aspects! Making more sense?

That’s what happened to me that day. Basic Life Positions was no longer a theory in a book for me anymore. I didn’t need to turn the pages to check what traits each of the four positions had. Why, because I had felt them, I had experienced them. I knew from what I felt while experiencing each one of them what Eric Burne meant when he wrote them. I also clearly understood the difference between each one and where they were all coming from.

The very next day, that’s on day 2 of the session, I got a live experience of the I-U+ Position. I was somehow feeling very uncomfortable inside. I felt broken inside. When I looked at others around me they looked so much happier, so content. It really felt like I was the only unhappy soul around. I realized that I was passive most of the time but had a tendency to get aggressive. It was as if something inside me was really upset and wanted to tell everyone to keep away from me by growling at them!

Assertiveness Training
I’m not OK, You’re OK

Not only could I feel this life position strongly but I realized I could also feel the drivers that were driving me. Something kept pushing me from inside and told me to ‘try harder’ to not get affected. I was in a training session and my behavior had to ‘be perfect.’ I had to ‘be strong’ and could not let myself loose as I had to ‘please others’ and not let them see my current vicious state. I so wanted to go outside and take a break but how could I leave my duty.

I really had to make an effort to allow myself to walk out of the room. I went to the adjoining room and perched myself on a chair. I put my feet up on the neighboring chair and just allowed myself to feel the battle raging on inside me. I kept feeling guilty for having walked out and kept my ears open as to what was happening in the session so that I go there if need be. I didn’t want the session to get affected in any way and kept pushing myself to ‘hurry up’ and get back.

The turmoil kept increasing and reached an insane level. Then suddenly something inside me snapped. The war had abruptly come to an end and I could feel a huge peace inside me. Everything was calm and quiet. I could no longer feel the turbulence that had been creating havoc inside me. I didn’t feel hurried anymore nor did I have the urge to go to the adjoining room to keep the audience ‘pleased’. The struggle had ended and I could now sit with myself peacefully.

I now go up and went into the training room. Everything looked beautiful to me. I felt happy and so did the rest of the class. I could now interact with them and share the happiness that I felt in my heart with them. I had reached the I+U+ life position. I now knew what it felt like. I also now came to know what a position of assertiveness meant. I knew what respected others and respecting yourself meant. I knew what caring about others and caring about yourself meant. I now knew where assertiveness was truly born out of and how it could be an effortless state.

Assertiveness Training
I’m OK, You’re OK

In the remaining month I also got to experience the other two life positions, the aggressive one which operates from I-U+ and the depressive one which operates from I-U-. I can tell you my experience with them some other time!

If you would like to accompany us in our journey towards assertiveness and would like to be part of our assertiveness training, do get in touch with us. We would love you take you along with us and take help you experience that blissful state, something far beyond what a book could describe!

To know more about our Assertiveness Training sessions, visit us as at

The Treasure Hunt, the perfect Team Building Activity

Have you ever played Treasure Hunt?? Have you ever thought of the insights that you can get from it?? Yes? Maybe?

Games can actually contribute big time to learning. I realized this because of my niece.  Let me tell you an incident that led me to this discovery.

We all know how today’s kids are addicted to mobile phones, no explanation needed on that! My story goes back about two years, when my niece visited my place. She was around 10 years old back then and every time I noticed her, I saw that she was playing some game on her dad’s mobile phone. Sometimes in between she would pause to ask a question to her parents and then would get back to her game.

After a while, I got irritated with this behaviour and asked my brother (her dad), “why do you allow her to play on the phone all the time? It’s not good.” He asked me to calm down and said, “She is not just playing, she is learning. The game that she is playing is a word puzzle. By the end of the day, she ends up learning new words, their spellings and their meanings. We let her play various such physical and mobile games. These games help her in learning but in a fun way. That generates interest and unknowingly she learns a lot of new things.” That’s when I first understood the real meaning of ‘gamification’.

Learning is important. But what is more important is, the interest we are able to generate while learning. Only when you are interested in learning something, will you remember it for your lifetime and will you benefit from it.

Games are one of the best methods that can be used for learning. Lot of companies today use and want to use games as a methodology in training programmes for bringing out the learning in an experiential form. People enjoy playing games and if you can bring learning out of it, then there’s nothing like it!

There are numerous games that are used in corporate training and in various events and team building games are the most interesting of the lot. One of my favourites is the Treasure Hunt. Your’s too? Yes, in fact it’s everybody’s favourite.

Treasure Hunt in Team Building
Treasure Hunt in Team Building

A lot of organisations and corporate training companies use the Treasure Hunt as a team building activity in their training sessions. The Treasure Hunt activity is really high on energy and is very exciting, just the way a team building activity should be.  It is also great from the learning perspective as it can bring out learning on various fronts of interpersonal communication, collaboration, planning and strategising, time management, etc.

In fact, the Treasure Hunt itself can be a whole team building workshop if it is planned and executed well and most importantly, debriefed well. The whole activity only makes sense if the facilitator can bring out the appropriate learning out of it, learning which not only showcases what happened in the activity but also helps the participants to reflect on and connect back to their workplace. This helps the participants learn along with having fun.

Everybody knows how the Treasure Hunt goes and some may find the same old way of playing it a drab, having played it in the same way a million times! There is this treasure which everyone is after which the facilitator has hidden somewhere and he gives them a number of clues which they have to solve in order to reach it. The first team to reach the treasure is the winner. Right? Nothing really new in the whole activity is there. We all know this is how it is and this is what we are expected to do. Not exciting enough is it?

So you think the game could do with some revamping and made more fun and exciting?

Yes!!! Well we thought the same and have done precisely that!

We at ‘The Yellow Spot’ have come up with a very unusual and interesting way of playing the Treasure Hunt. We have made this activity even more action-packed and thought-provoking. It definitely makes the participants think completely out of their boxes! There are a lot of amazing ideas that are generated, some which even we could never think of! So our Treasure Hunt is a brainer teaser along with having plenty of physical activity. A beautiful mix, I would say!

Curious??? I am sure you must be eager to know, what it is that we do differently. That’s a secret…

We can however make you go through the experience directly. So if you want to know more about the Treasure Hunt or about what we do differently, feel free to connect with us. Besides the Treasure Hunt, we also have several other team building activities up our sleeve that are even more exciting and fun. We will be happy to share them with you.

Treasure Hunt and other Team Building Activities

Do let us know if you are looking out for team building programmes for your team. Meanwhile, for more information on our offerings, you can visit our website at or write to us on

Happy Gaming:)

The Best Corporate Training Companies in Mumbai

Being one of the best Corporate Training Companies in Mumbai, the most common question our business development team is asked is, “What does your training company specialize in?” I couldn’t agree less with all our Clients! There are dozen’s of Corporate Training Companies in India which provide the entire gamut of soft skills training and choosing one from so many can be a really tough task. Understanding which domain each company specialises in, what the consultant’s core strength is and whether that core strength is something that the client organisation requires is absolutely essential. Training companies really need to answer the question that pops up in every client’s mind, ‘Does this company specialize in what I am looking for?.’

In today’s article, I shall answer this very question by telling you a bit about what ‘The Yellow Spot’ offers and what we specialize in. So let’s get going..

‘The Yellow Spot’ offerings are categorically divided into four clusters as seen in the figure below:

Corporate training companies in Mumbai
The Four Clusters of our Offerings

Now, each of these clusters is an umbrella under which we have a host of related workshops.

So let’s have a look at each of the four clusters in a little morer detail.

Cluster 1: Personal Effectiveness

Corporate training companies in Mumbai for personal effectiveness
Improving Personal Effectiveness


  • Personal development is the first and the most important step to success and in fact determines an individual’s success in all other domains
  • Hence for personal development we have an entirely different cluster, our Personal Effectiveness Cluster
  • This cluster consists of workshops that are helpful for an individual’s personal efficacy and helps the individual become strong on all fronts so that he can be more effective while working in teams and as a part of the organisation on the whole
  • Some of the workshops that come under this particular cluster are Personality Development, Communication Skills, Stress Management, Time Management, etc.

Cluster 2: Team Effectiveness

Corporate Training Companies in Mumbai for Team effectiveness
An Effective Team


  • When people have to work together, it is important for them to come together as a team and work effectively
  • Once one has developed himself or herself on the personal effectiveness front, the next step is to be a team player and contribute effectively to the team
  • The Team Effectiveness cluster consists of workshops that help in building effective and efficient teams
  • Some of the workshops that come under this umbrella are Interpersonal Communication Skills, Team Building and Team Bonding, Conflict Management, etc.

Cluster 3: Competency Based Effectiveness

Corporate training companies in mumbai for competency based effectiveness
Developing Competencies


  • For an individual to grow and climb up the career ladder, it is very important to be competent and proficient
  • Our Competency Based Effectiveness cluster consists of workshops that help in developing various  competencies
  • Some of the workshops that come under this cluster are  Lateral Thinking, Creativity and Innovation, Problem Solving and Decision Making, Sales Effectiveness, Interviewing Skills, etc.

Cluster 4: Organisational Effectiveness

corporate training companies in Mumbai for organisational effectiveness
A Growing Organisation


  • Organisational Effectiveness is about how effectively the organisation is achieving its goals
  • For achieving these goals the organisation needs to keep developing itself and adapting to the rapidly changing  environment
  • Hence our Organisation Effectiveness cluster helps organisations bring in the required development and change through various Organisational Development interventions, Assessment Centres/Development Centres, Coaching, etc.

As you can see, these four clusters cover just about anything that an individual, team or organisation requires or can require! If you would like to know more about the workshops that come under each of these clusters you can visit the various pages under our ‘service offerings tab’ on our website. Here’s a link to get you started

So when it comes to corporate training companies in Mumbai, we are pretty much a ‘One-Stop-Shop’. You name it and we have it! So whether you are looking at personal development for individuals, team development or something to help your organisation move forward, we have it all.

Now coming to what ‘The Yellow Spot’ specialises in amongst these four clusters, its currently the first two clusters i.e. Personal effectiveness and the Team effectiveness. We have a buffet of offerings in personal and team effectiveness which are really effective and can help individuals and their teams develop and to go to the next level.

Now does that mean we lack experience in the competency based effectiveness and organisational effectiveness clusters? No, it doesn’t! Its just that we get more opportunities in the first two clusters as there is a larger audience for them. Competency Based and Organisational effectiveness workshops are typically more in demand for people who are higher up in the corporate rungs. So do we have the ability to deliver good workshops and interventions in the Competency and Organisational Effectiveness clusters? Yes, we most definitely do and we have some very experienced consultants with us who can successfully do them.

So if you are searching for Corporate Training Companies in Mumbai or in fact anywhere else in India also (I forgot to mention another one of our specialities, our PAN India Presence!), you can visit  our website at to help us understand how we can help you.


Communication Skills Training and Life

Communication is one of the most fundamental of life’s needs, making Communication Skills training all the more important.

Communication is not only found in humans, but is continuously taking place between everything around us. Each object as we know, is made up of atoms and molecules. These are constantly interacting and communicating with each other in a language and way of their own. In fact these very interactions give rise to changes within the particles leading to positive and negative entropy over a period of time. Thus communication is the key to life, material and non-material.

Research has shown that trees communicate with other trees and with animals who are dependent on it for various reasons. For example, look at the case of an ant which lives on or near a tree.  The tree provides shelter to the ant and the ant in turn provides the tree with anthills, which provide the best soil for growth of its new saplings. Thus the ant and the tree have a symbiotic relationship which requires communication at every step to make it successful.

Communication Skills Training in Animals
Trees and Ants Communicating


Similarly animals also communicate with each other using different languages depending on their species.  So an antelope may be warned by a peacock in his own language about the impending danger of a big cat lurking nearby!

In humans also communication happens at various levels; communication with the self which is where all other communication stems from and communication with others.

Communication with the self is the internal dialogue that we keep having with ourselves, the internal tape that keeps running in our minds at all points of time! This voice keeps saying different things to us at different times. Sometimes is criticises us as well as others around us, while at other times it may also give out appreciation. This in turn generates various emotions in us; fear, joy, happiness, sadness, etc. It is these emotions that further go on to determine our actions, behaviours and the communication that we have with those around us.

Our communication with the self gets established right from when we are in our mother’s womb. The foetus registers the environment that prevails around the mother when she is pregnant and starts recording everything on his/her internal tape. Once the baby is born, the environment starts having an even greater impact on him and the voices that he now hears get further imprinted. The external voices of his parents and those around him start creating the internal voice inside his mind.

The external voices tell him about various things, about how he is and how life should be. He also watches and hears the interactions between his parents/ parental figures like teachers and catches onto the spoken and unspoken language used by them. All of these contribute to how he sees himself and the world and make up his inner voice. This further makes up the inner world of the child and give rise to his values, beliefs, fears, motivation, complexes, etc. based on the customs and culture that prevails in his surrounding.

Most of our personality and the inner voice gets formed by the age of 5 years. It is this that usually drives the rest of our lives. The founder of Transactional Analysis, Eric Berne, says that this is the voice which decides whether the child is going to be a winner or a loser or as he terms it, a frog or a prince. This voice determine the script of the person which he or she writes for himself and continues following for the rest of his life, commonly called as the life script of the person in Transactional Analysis.

Based on this very internal communication, the person acts externally, in terms of his behavior, voice, gestures and actions and leads a certain form of predetermined life. If the child has formed a winning script, he or she is successful. If on the other hand he has formed a loosing script, he or she struggles through life and ends it also dramatically.

This script formed in early childhood becomes more and more deeply ingrained into the personality of the person as time progresses. So the person either prospers or deteriorates based on it.

Sounds a little scary, a little doomed? Have no fear, I have good new for you. Scripts can be changed even if they have already caused a lot of damage! How? Through the simple three step approach:

  1. Awareness
  2. Acceptance and
  3. Action

The first step, that is awareness, can get created by observing ourselves directly or through activities like meditation. However this can get difficult especially in the start and hence it may be best to take the help of those around us also. Feedback from others, counselling and coaching can help create awareness which allows us to move towards the first step in peeling the layers of our subconscious mind and unearthing the automatically rising thoughts and feelings which drive us.

The second step, acceptance, gets created by not reacting to what gets unearthed.  As one realises that one’s life script is negative, the usual reaction is to feel sad, angry and unhappy about one’s thoughts. However such an approach only fuels the losing script and creates more negative spirals, making it tougher to get out of!

As we accept the thoughts and self-talk that is constantly running inside us and watch it with compassion, we develop an acceptance to “what is” which in turn gives us the power to change. Sounds rather paradoxical doesn’t it, but that’s the truth! Once acceptance takes place, automatically the person moves towards action which creates the change that he or she desires.

So if a person can start getting aware of his conditioned responses towards himself and others and accept them rather than internally fighting with them, he can take action and move out of this trap by changing the voice in his mind. This change in his internal communication can create the difference that he wants in is life and can help him lead a more authentic and fulfilled life, the life of a prince and no more one of a frog.

If you would want to create such a change in the lives of your employees, teams, etc. do get in touch with us at Our Communication Skills Training will help you change your and their world!

Organisational Development and it’s Interventions..

Hi! As promised I’m back with another article on Organisational Development. If you remember, in my previous article we discussed about what Organisational Development is and some of it’s important aspects. We are going to go a step further in this article.

Organisational Development is broad in context. In fact its like a huge umbrella that encompasses a lot of things under it. Hence today I will be sharing one aspect with you – my thoughts on Organisational Development (OD) interventions.

Organisational Development interventions are basically aimed at helping organisations come up with and implement actions to improve their effectiveness. The selection of the appropriate intervention depends upon the requirements of the organisation and what is best suited for it. There are various factors that affect the successful implementation of these interventions, like willingness & potential of the people in the organisation, cultural, structural and strategic concerns of the organisation and also the potential of the facilitator.

Now, let’s talk about the Organisational Development interventions specifically one by one. Let’s start with:

Assessment Centres

  • We all know that it is very important to develop leaders for the future to sustain in this rapidly changing environment. Managing the existing talent pool within the organisation to ensure that it has a good talent pipeline that will help the organisation sustain in this VUCA world is therefore essential.
  • Assessment centres help in identifying the right talent in the organisation for this purpose and help build a development plan for developing this talent. Candidates are passed through a battery of tests that help assess them on various desirable competencies previously identified. Individual Development Plans are then created based on the findings and Candidates are put under appropriate training.
  • Assessment centres help in various aspects of Performance management, leadership development, succession planning, etc. They help  candidates be more effective and efficient in their current position and also help them in understanding what exactly they need to focus on in order to move to the next level.
  • They are beneficial for both, the candidates as well as the assessors. Candidates naturally benefit from the feedback that they receive from the assessors, while the assessors get the benefit of improving their observation skills.
  • Through assessment centres or development centres, future leaders are developed which go on to further develop the organisation.


Assessment Centre in Organisational Development
Assessment of Employees


360 Degree Feedback

  • 360 degree feedback is a tool for evaluating performance and hence a tool for personal and organisational assessment and development.
  • The candidate is reviewed by all the stakeholders that he/she interacts with on a regular basis. This typically includes the employee’s immediate superior/s, peers, direct reportees, clients, etc. who give him/her feedback. The employee is also asked to rate himself on certain specified parameters through a  self assessment.
  • This exercise tells the employee exactly where he currently stands and helps in planning his future actions accordingly.
  • 360 Degree feedback is a very helpful tool as it gives an overall perspective to the employee and helps him chart out his development areas keeping into account the bird’s eye view that he has now obtained.


360 Degree Feedback in Organisational Development
360 Degree Feedback


Performance Coaching

  • Performance coaching is wherein a coach facilitates the development of an individual/s within the organization in order to achieve his/her goals.
  • Multiple interactions take place between the coach and the individual which give new insights and may help the individual look at and work on developmental areas that they were either unable to perceive or were finding difficult to work on. The relationship that develops between the coach and coachee fosters growth and allows the individual to grow at his own pace.
  • Performance coaching can boost individual, team and organizational performance. It helps in bringing out the optimum potential of people.
  • With the help of performance coaching, an individual can become capable enough of going to the next level in his/her organization. Performance coaching also helps in managing change effectively.
Performance Coaching in Organisational Development


Change Management

  • We have already discussed about change management in my previous Organisational development article briefly.
  • Managing change within the organisation is very important to emerge successfully as a business. Hence taking appropriate actions for the same is equally important. Change Management is an intervention which helps with the smooth implementation of changes and brings out the best outcomes of these changes to help take the organisation to the next level.
Change Management in Organisational Development
A goldfish jumping out of the water to escape to freedom.

There are several other interventions that are used in Organizational Development (OD). These are again just a few of them discussed in brief. There is a lot more to it and I would definitely like to share them with all of you in my upcoming articles. Hope you are looking forward to them as much as I am!

Till then, to know more about Organizational Development or OD interventions like Assessment centres, Performance Coaching, 360 Degree Feedback, Change Management, etc. you can get in touch with us. Visit us at See you soon!

Looking at Corporate Training Companies In Hyderabad

It is a common practice nowadays, to either hire a corporate training company or assign somebody internally to train the workforce of an organization. If the organization is looking at partnering with a corporate training company, then one having a local presence is the best bet. This helps save travelling and lodging costs and also gives a local flavor that goes down well with trainees. Finding reliable Corporate Training Companies in Hyderabad for this very purpose can be a difficult task and hence we are here to help you on the same.

There are various needs of an organization which corporate training companies can cater to:

  1. Well, to start with, it is a well-established fact that an employee with better interpersonal skills finds it easier to survive and grow in any organization. In fact, given the tough competitive scenario that every organization faces in this century, any new joinee or fresher in an organization without good interpersonal skills finds it difficult to interact with his/her seniors, peers, vendors and clients. In the bargain he gets frustrated and leaves the organization, only to find the same scenario everywhere he goes!

Recruiters often fall into the ‘the best candidates are those that have the best educational qualification and experience’ trap. They feel that hiring such ‘best candidates’ ensures that the organisation can save on money and time that it would have spent on their training. However, much to their dismay, the results are quite contrary. Such candidates may excel in their technical skills but often lack soft and behavioural skills. They know what to do and how to do it, but are at a loss when it comes to be able to handle the very people who will help them do it. They lack the emotional intelligence to cope with different scenarios and are unable to handle their own emotional reactions as well as those of others.

2. Another important aspect that an organisation can look up to a good corporate training company for, is in training their employees in customer-orientation. We all know how competitive the market is and how the customer has to be pleased at every step to get the upper hand. In fact it has now become imperative for any organisation to ensure that it adapts to the changes in customer expectation as fast as possible to achieve not just customer satisfaction but move to customer delight.

The people working for an organisation are it’s bloodline. Their interactions with the client at every level help the customer form a notion about the organisation and the kind of service it provides. Apart from looking at customers outside the organisation, how people treat each other inside the organisation is also equally important and it reflects on the outer dealings with clients. Hence working on internal and external customer service is crucial for every organisation.

3. Am sure there is really no need to explain why sales effectiveness is important! If we cannot sell our products and services in the market, the organisation will find it difficult to survive and will eventually cease to exist even if it had its operations in place!

4. Other than these, organizations are consistently faced with the need to change and renew themselves to stay relevant in the market. No longer can organisations shy away from change and if they want to succeed then they have to ‘Change for Success’. Change in products, change in processes, change in strategy and change in anything and everything that can take them to success. However, implementing change can be a daunting task as change often creates ambiguity and uncertainty with people in the organisation having to break out of their old habits and adapting to the change. This often brings about a resistance to change which needs to be taken care of by any organisation well in advance, so that the adaptation to the change is smooth and does not come as a shock to its people.

Corporate training companies in Hyderabad
Changing the Old to Adapt to the New

Organizations can assign this ‘change work’ internally to those who they feel can handle the implementation of such changes well or can hire a Corporate Training Company for the same. Such companies help the employees in managing their emotions so that they can adapt to the required changes without causing the disruption that they may have otherwise. In fact they not only help the employees accept the change, they also assist in making employees look up to the change.

Being a center for many industries, Hyderabad has many organizations looking out for corporate training companies in Hyderabad like us, who have extensive experience in helping organizations develop and grow to the next level. If you are one such organisation and are looking out for corporate training companies in Hyderabad, you can definitely connect with us any time, we’ll be happy to help! Do remember to visit our website to find out more about how we can help you.


Are you looking forward to Organisational Development?

Organisational Development (OD) is something that most organisations are looking forward to these days. In this rapidly changing environment that organisations have to sustain and survive in, Organisational Development is now gaining a lot of importance. In today’s article we will mainly concentrate on what Organisational Development  is and two major aspects of it, Culture and Change.

What is Organisational Development?

Organisational Development is a collaborative effort that is initiated by the top management to create an organisation wide change. It helps the organisation in improving their vision, clarifying their goals, creating a good culture to work in and stimulates a learning environment that empowers its people and encourages them to work together to achieve their organisational objectives.

Organisational Development bringing people together
Collective effort of the Organisation


The culture of an organisation tells about how an organisation ‘does things’. If an organisation does not have a culture that fosters change and development, it is very difficult for that organisation to grow.

Wellman has illustrated this in a very interesting manner through the following experiment:

1. He first put five apes in a cage and then dangled a banana from the ceiling of that cage and placed a ladder under it. Whenever an ape attempted to climb the ladder to reach the banana, he sprayed all of them with cold water. After a few times, the apes associated climbing the ladder with being sprayed with cold water. He then turned off the water.

2. After that, he replaced one of the original apes with a new one. This new ape undoubtedly tried to get to the banana, but got attacked by the others for doing so. He did not have any idea why this was happening, but soon learnt that he must not climb the ladder for some reason.

3. Next he replaced yet another ape. Again, when this ape approached the ladder to get to the banana, all the apes attacked him. The previous new ape had no idea why climbing the ladder was an offence, but he participated in punishing the new entrant as enthusiastically as he was punished. Soon the new ape also learned not to climb the ladder.

4. In this way, Wellman continued until all the original apes were replaced by new ones. This gave him a cage with five new apes; none of which knew why they must not climb the ladder, who would dare not try this feat themselves and would also attack anyone else that tried. All of this simply because of “that’s the way it has always been around here”. Strange, isn’t it? But that is how it is.

You can easily relate this experiment with the issues that organisations’ face with their people on a regular basis. It is the ‘people’ of the organisation that create the culture and culture of the organisation creates its values and beliefs. Hence to build a cohesive culture, the human resource of the organisation has to be worked upon.

Organisational Development thus focuses on the human side of the organisation. It ensures the collaborative participation of each and every member in changing systems and achieving the overarching goals by facilitating developmental activities that are task-oriented.

The basic objectives of Organisational Development are to:

  • Improve organisational performance
  • Encourage organisational learning
  • Create a better working environment
  • Improve interpersonal relations
  • Enhance motivation in employees
  • Lessen resistance to change and increase agility

Adapting to change is very important, as frankly change is the only thing that is constant!However, although it is so important, not everyone can change and even if they do, most can’t manage the change easily. So whilst there have been many companies that failed because they could not change, there have also been a large number that changed but were unable to manage it well. Yet there are examples of those that changed when required and managed the change well and have been very successful.

With change, however, comes resistance. And that is exactly what has to be managed well in order to be successful.

Organisation development creating change
The Change Curve


Change management ensures the smooth implementation of changes and achievement of objectives. It forms a major part of Organisational Development. Yet there there is lot more to Organisational Development and what i have told you today is just a drop in the ocean! I promise i will definitely share more on Organisational Development with you in my upcoming articles.

Till then, if you are looking forward to any such initiatives at your organisation, you can definitely get in touch with us. We would love to collaborate with you for the same. Organisational Development Consulting Companies like ours help organisations by helping them in visioning, goal setting, creating the right culture, carrying out the change process and managing it successfully by conducting various Organisational Development interventions and helping organisations to set up an action plan to get to the next level.

To learn more, visit us at

Small Ways to Increase Organizational Effectiveness

I’ve had a very happening week and thought it would be nice to share that part of it with you which really gave me a lot of food for thought. The incident got me thinking and made me come up with my version of organizational effectiveness. Yes, I’m not talking about the organizational effectiveness that you find in organizational development and learning and development books. This is my take on the subject and what I feel about it!

So let me start by telling you about the incident that got me thinking.

It all started with a team building session that took place earlier this week.

This was a session where we were going to bring back to life an old game that we had played with one of our clients more than 4 years back. Back then, it had been hilarious and a lot of fun and we were determined to bring it back with an even bigger bang this time. So we went through each and every instruction of the game and made changes to make it appropriate for the current team. The four of us actually sat and discussed it multiple times so that we could catch on to all those instructions that were either missing or seemed ambiguous. We wanted it to be perfect and  spent a good 2 to 3 days time on the game. Finally after innumerable discussions, we came up with something that looked really good and strong.

The day of the session then arrived. We were as excited as the participants were and also confident that we had done a good and thorough job on the game. We were really excited to see how it was going to unfold.

We gave the instructions to each of the teams and they started deciphering them. It was all going smoothly and we were able to easily answer all the questions posed by the participants. It was only when my colleague started explaining one of the levels in detail to the entire class that I realized something was wrong!

While he was explaining the level, I realized his explanation was different from what I had understood of it. I could immediately feel a rush of emotion and a strong reaction bubbling up within me. I wanted to immediately tell him that what he was saying was wrong. It was different from what we had discussed and he was going to make a mess of the game with his explanation!

It was then that luckily my years of practicing Mindfulness came to my rescue and prevented me from creating any kind of disruption. On one hand I could see that I had an intense urge to speak and on the other I knew speaking wasn’t going to help in the current situation. I had a war raging inside me and had to really make an effort to hear the rest of the instructions whilst my mind was giving me other instructions! Again and again I urged my mind to listen to this ‘different instruction’ or else I would be at a loss if the team I was in charge of asked me any query on that level. I had to now go with what my colleague was saying to ensure that we were on the same page and there was no confusion. I had to really make an effort to listen rather than get carried away by the emotional hijack my system was going into , where I would land up blaming my colleague for messing up on the instructions.  It was really difficult but eventually somehow I was able to pull through.

This brings me to my first learning from the incident:

  1. Resist the urge to react

We all are like little volcanoes, ready to erupt and blame each other. Resist the urge to do that. I don’t advocate suppressing your reaction but only say that you must try to control it at that moment. Once you calm down you will be in a better condition to deal with the situation. Saying things at that moment can cause disruption and may make you say things you really didn’t mean and may regret later.

I also learned another thing:

  1. Learn to be flexible

Sometimes you may need to adapt to what others are saying even if its against what your mind is telling you. Again am not saying that you need to keep giving in to others, am just saying that sometimes you may need to adapt to others. Imagine what would have happened if I had refused to go with my colleague’s instructions? We would have had a very poor game with different facilitators giving different instructions and the participants being really confused.

Now guess what happened next? When I finally heard what my colleague had to say, I realized that what he was saying was also right! He had seen the same activity in a very different light and derived a different meaning out of it. There was nothing wrong in the meaning that he had derived. It was only different, different from the meaning my mind had created.

This brings me to my third learning:

  1. Let’s respect our differences

We need to realize that we are all wired differently and interpret things differently. We have had different past experiences which give rise to differences in our perceptions. These make us understand the same thing in different lights. We need to remember that it’s alright if someone thinks differently from us and need to appreciate the diverse and holistic understanding it can bring about. After all, we all have constricted views and really can’t see all the views on our own!

Increasing Organizational Effectiveness
Individuals adding Up


If we can implement just three learning’s we can really go far as an organisation and it will really contribute to organizational effectiveness. We will learn to first hear and then accept each other’s opinions. I realize that very often other’s have really good views but its because of our humongous reaction capacities  that we tend to miss out on them!

if you would like us to help  you increase your organisational effectivenessd don’t forget to visit us at

Facts about Corporate Training Companies in Mumbai

I am back with my discussion on Corporate Training Companies in Mumbai.

If you remember, we were looking at areas that these companies need to look at to take them to the next level.

So let’s continue with the points:

  1. The next step for a top corporate training company would be to check the outcomes that the client wants from the program. We must also assess whether this outcome can be accomplished in the timeline provided by the client and whether it needs more inputs before, during and /or after the program.

Here one needs to be able to identify the existing gap properly, whether it is a skills, knowledge or an attitude gap. Attitude gaps usually takes the longest to fill over skills and knowledge gaps. Coaching and counselling are usually the best way to go about with them.

Take a note of what I’m going to tell you now carefully as here is where most of the corporate training institutes in Mumbai as well as solo trainers often falter. Very often in the fear of loosing the business we give in to the client’s demands. We land up promising to deliver objectives that are not possible in the given time and/or in the methodology the client approves. This eventually leads to unsuccessful training interventions.

Most successful training programs are well assessed, delivered objectively using instructional design techniques and are followed up well post the delivery. However the ground reality is that due to paucity of time, funds and pressure from business; very often clients wants everything to be delivered in one go. They lack the resources to spread the intervention across a longer duration and more often than not do not even give enough time given to the pre and post program work. The results in poor programs which either do not create the expected change or create a very short term impact with low learner retention.

To tackle this problem, my suggestion is to follow a middle approach. A consultant can suggest what is good or ideal and look at the training not as a one day event but as an intervention. He can openly suggest his or her findings as well as accept the clients challenges, clearly sharing what outcome is possible in the time allotted. A good training intervention is always a joint effort and not one person’s responsibility. Thus if the consultant joins hands with the client in fulfilling the objectives; the outcome is better, there are no false expectations set and the consultant can go ahead doing his best in whatever opportunity he has been given without taking the entire burden on himself.

Corporate Training Companies in Mumbai
Joining Hands with the Client

4. Most training programs and interventions land up being person dependent and largely dependent on the knowledge and skills of the trainer and his interpretation of the organisational issue at hand. This typically results in a trainer being able to only partly solve the issue at hand due to his limited knowledge and experience as an individual, leading to very few training programs being successful in creating the desired change in individuals and organisations.

This is where corporate training companies that have diverse trainers and consultants have an upper hand. If these trainers can all lend their expertise to the training intervention, then it becomes more holistic in nature and can successfully solve the issue at hand.

  1. Most of the theories and concepts that are used during delivery are picked up from the west and are well accepted and applied blindly without much doubt. Some of these concepts come with good research and backing while many of them are just eastern philosophies which are repackaged and sold back to the east in a flashy costlier form!

Trainers and training companies need to ensure they use concepts that actually tackle the organisational issue and not just offer good sounding concepts that may result in not meeting the objectives.

Am sure I have given you enough food for thought right now and am hoping it will help in making your training interventions more successful. Once Corporate Training Companies in Mumbai start looking at interventions holistically and truly look at partnering with their client stakeholders at every front there’s no stopping them. If they can have a consultative approach towards their interventions and also have a long term approach over a short term one, they can definitely look at being one of the top Corporate Training Companies in Mumbai.

Have something you would want to discuss to help you take your training interventions to the next level? You can definitely contact us by visiting our website